A. Prepare your reflection essay (suggested length of no more than of 3 pages) of the values and ethics of a public policy issue by doing the following:
1. Analyze a health or nursing profession public policy issue that impacts a group of people and requires a policy change.
a. Discuss why you selected this public policy issue.
b. Discuss the relevance of the public policy issue to the health or the nursing profession, using two pieces of academically appropriate literature from the last five years.
c. Describe the financial impact of the public policy on an organization or on a community.
2. Analyze how your values impact your position on the public policy issue.
a. Discuss the ethical principle (e.g., autonomy, beneficence, non-maleficence, justice) or theory that underpins your perspective
B. Develop a policy brief (suggested length of no more than 6 pages) for the public policy issue discussed in part A in which you do the following:
1. Identify the decision maker (name and title) who will receive the policy brief.
a. Explain why the public policy issue requires the decision maker’s attention, using relevant nursing research from the last five years to support your position.
2. Discuss the main challenges of addressing the selected public policy issue.
3. Discuss the primary options and/or interventions for the decision maker, including why they are tangible.
4. Propose a persuasive course of action for the decision maker, including ways to avoid the challenges identified in part B2.
5. Discuss how you will evaluate the success of your policy brief (top-down approach).
C. Create a plan (suggested length of no more than 3 pages) for working with an organization or a community to address the public policy issue analyzed in part A by doing the following:
1. Identify an organization or community that has expressed interest in your selected health or nursing profession public policy issue.
a. Summarize evidence supporting why the organization or community has expressed interest in the selected public policy issue.
2. Identify three CBPR principles you could use to work with the organization or community to address a policy change for the public policy issue.
a. Explain how you could approach and collaborate with the organization or community.
b. Discuss how the goal of the community or organization aligns with your goal for the selected public policy issue.
c. Discuss the action steps that need to be taken to achieve your goal from part C2b.
d. Discuss the possible roles/responsibilities of the community or organization members, including problem-solving and capacity-building roles.
e. Discuss key elements of developing a collaborative evaluation plan, using CBPR principles.
f. Discuss how you will evaluate the success of your community or organization plan (bottom-up approach).
D. Analyze (suggested length of 1 page) the strengths and challenges of the top-down and bottom-up approaches in achieving policy change(s) to support your selected public policy issue by doing the following:
1. Discuss the strengths of each approach to implement change for the selected public policy issue.
2. Discuss the challenges of each approach to implement change for the selected public policy issue.
3. Discuss which approach you would recommend as the most effective to address the selected public policy issue.
Rbs staff grievance system Distributed: 23rd March, 2015 Disclaimer: This exposition has been put together by an understudy. This isn't a case of the work composed by our expert article essayists. You can see tests of our expert work here. Any assessments, discoveries, conclusions or proposals communicated in this material are those of the writers and don't really mirror the perspectives of UK Essays. Presentation Grievance is an objection held by an individual from staff against the RBS as a business, including a grievance against another individual from staff following up for the benefit of the RBS. The grievance technique built up by RBS does not make a difference to aggregate debate neither one of the its engages question between individuals from staff in their private limits. These methods mean a ground for dissension against a move made by another individual from staff of the business acting under the expert of administration. RBS Grievance methodology comprise of a few phases. All through all phases of the technique, each endeavor is made to settle the issue by assuagement and arrangements. STAGE 1 - INFORMAL DISCUSSION 1. An individual from staff when considering raising a grievance should endeavor to determine the issue by an immediate way to deal with the individual under the specialist more often than not a Line Manager. www.worthingtonslaw.co.ukf STAGE 2 - ONE ON ONE WITH LINE MANAGER 2. In the event that the issue after casual dialog stays uncertain, the abused he or she should ask for an individual hearing with their line chief. STAGE 3 - IN WRITING 3. At that point the demand will be made in composing or ought to be stopped on an Internal Operational Complaint framework and will determine: the reason for the grievance; Such other foundation data as may seem applicable and valuable. 4. The line chief will: On the off chance that suitable look for the exhortation of the Human Resources Department or ought to counsel his director or Manager. Should meet the abused staff inside five working days. Distressed staff and the line administrator will have a duplicate of the composed demand or the reference number for the held up grumble. (Marson: Business Law) 5. Another individual from the staff as a witness if required can go with the bothered staff at the hearing with line director. 6. Line administrator should then compose the report of the gathering or minutes of the gathering or hearing and send it to HR or on the off chance that if HR division isn't included or counseled for guidance should keep it as a record. If you don't mind note: For the situation of a grievance against a line administrator, this underlying hearing will be with the proper Head of Department. STAGE 3 - INFORMING AND MEETING THE HEAD OF DEPARTMENT 7. In the event that the issue still stays uncertain and isn't in hands of line chief, the bothered staff at that point asks for a gathering with the Head of Department. The duplicate of demand will be sent to Head of Department or the stopped dissension print as a demand for meeting. 8. The Head of Department at that point organizes the gathering inside ten working long periods of getting the demand. 9. He will likewise then get a duplicate of the composed report of the underlying gathering or hearing with line director and if any applicable papers or narrative evidences from the line administrator. 10. One of the Human Resources division individuals ought to be available at the gathering with Head of Department to keep a composed record of the hearing. 11. Indeed, while meeting the Head of the Department, another individual from the staff as a witness (assuming requirements) may go with the bothered staff on his listening ability with Department Head. 12. After the hearing, the Head of Department will: keep in touch with the individual from staff to record the result of the hearing; duplicate the letter to the line chief, Head of Human Resources and to the Vice Chancellor; If it's not too much trouble Note: For the situation of a grievance against the Head of Department the hearing will be with a Pro Vice Chancellor. STAGE 4 - APPEAL TO THE VICE CHANCELLOR 13. On the off chance that the wronged staff wishes to raise the grievance against the choice of the Head of Department she or he may interest the Vice Chancellor. Be that as it may, the interest ought to be made inside five working long stretches of accepting the letter from the Head of Department. 14. A full composed proclamation of the grievance ought to be submit to the Vice chancellor; which will be: a far reaching foundation and the actualities of the grievance and the issue raised and ought to join the significant supporting records and if there should be an occurrence of the individual from the staff saw, his or her announcement and finish detail. 15. The Vice Chancellor at that point will duplicate the composed articulation and any supporting reports and send it to the individual from staff against whom the grievance has been raised. 16. The individual from staff will be given ten working days inside which to submit composed answer or defense against the issue rose, which will then be submitted to the oppressed individual from staff. 17. On the off chance that the support isn't sufficiently palatable or the oppressed staff does not concur with then a gathering is held with ten days with Vice chancellor holds a hearing with both the individual from staff, wronged and the one against whom the grievance is made. 18. The Vice Chancellor may assign this phase of the strategy to the proper Pro Vice Chancellor. The lead of the hearing will be: Both the oppressed individual from staff and the individual from staff against whom the grievance is made. in the event that any realities are in debate, either or the two gatherings may choose witnesses and they can go with them in the hearing however they ought to be the individual from the staff as it were. 19. The choice of the Vice Chancellor will be the last say for the situation and will be informed to the individual from staff inside five working long periods of the hearing. Kindly note: If the grievance is against the Vice Chancellor by and by the wronged individual from staff may present a composed articulation of grievance to the Chairman of the Board of Governors through the Secretary to the Board. The Chairman if chooses subsequent to looking at the announcement can do examination and if not then decreases the demand.>GET ANSWER